Hope, organizational commitment and organizational citizenship behaviour among employees of private sector organizations

Pages:480-484
Nilesh Thakre (Department of Psychology, SNDT Womens University, Mumbai )
Ruchita Mayekar (HR Consultant, Mumbai, Maharashtra)

The field of positive psychology is gaining prominence in the area of industrial and organizational psychology. The characteristics of hope and hopelessness appear to play a crucial role in the work place. The present study investigates the role of hope in organizational commitment and organizational citizenship behaviour. The participants of the study consist of 120 men and women employees within age range of 21 to 50 years working in various private sector organizations in Mumbai. They were assessed by using the adult state hope scale (Snyder et al., 1996), the organizational commitment questionnaire (Mowday, Steers, & Porter, 1979), and the organizational citizenship behaviour checklist (Fox & Spector, 2011). The data were analysed by independent sample t-test and coefficients of correlation. Results revealed a significant difference between employees with high hope and low hope on organizational commitment, t (118) = 5.07, p < .05, and on organizational citizenship behaviour, t (58) = 4.79, p <.05. The coefficient of correlation result shows significant positive correlation between hope and organizational commitment, r = .40, p < .05, hope and organizational citizenship behaviour, r = .40, p < .05, organizational commitment and organizational citizenship behaviour, r = .76, p < .05. These findings indicate that employees with high hope shows higher organizational commitment and higher organizational citizenship behaviour and it will enable organizations to acknowledge the importance of hope at work place.